Search results
1 – 10 of 361Vijay Kuriakose, Sreejesh S., Heerah Jose and Shelly Jose
The purpose of this paper is to test the activity reduces conflict associated strain (ARCAS) model with the aid of AET examining the direct effect of relationship conflict on…
Abstract
Purpose
The purpose of this paper is to test the activity reduces conflict associated strain (ARCAS) model with the aid of AET examining the direct effect of relationship conflict on employee well-being and also discussing the mechanism through which relationship conflict influences employee well-being, and also to test the ARCAS model examining whether passive and active conflict management styles influence this relationship.
Design/methodology/approach
Responses were collected from 554 software engineers using structured questionnaire and postulated relationships were tested using Process Macros.
Findings
The study established that relationship conflicts are detrimental to employee well-being. It also established the indirect effect of relationship conflict on employee well-being through negative affect state. Negative affect state is an intra-personal mechanism linking relationship conflict and employee well-being. The study also extended the ARCAS model by establishing that passive ways of handling conflict amplify and problem-solving conflict management style mitigates the adverse impact of relationship conflict. Contrary to the prediction, forcing conflict management style was found to amplify the adverse effect of relationship conflict on well-being through negative affect state.
Practical implications
The findings of the study highlight the detrimental effect of relationship conflict on well-being and highlight the vital role of individual affective states in the conflict process. Furthermore, the study provides valuable insights for managers on how individuals’ conflict management styles influence the effect of relationship conflict on well-being.
Originality/value
The study specifically examined the effect of relationship conflict on employee well-being and explored the psychological process through which relationship conflict diminishes well-being. Moreover, the study tested and extended ARCAS model with the aid of Affective Events Theory.
Details
Keywords
Vijay Kuriakose, Sreejesh S., Heerah Jose, Anusree M.R. and Shelly Jose
The primary objective of this paper is to extend the Activity Reduces Conflict Associated Strain (ARCAS) model. To test the ARCAS model, the study aims to examine the effect of…
Abstract
Purpose
The primary objective of this paper is to extend the Activity Reduces Conflict Associated Strain (ARCAS) model. To test the ARCAS model, the study aims to examine the effect of process conflict on employee well-being and the role of negative affect as an intrapersonal mechanism linking process conflict and employee well-being. Further, to extend the emerging ARCAS model, the study examines whether the assumed indirect effect of process conflict on employee well-being through negative affect is conditional upon levels of conflict management styles.
Design/methodology/approach
In total, 554 software engineers working in information technology firms responded to the administered questionnaire and hypothesised relationships were tested using Process Macros.
Findings
The findings indicate that process conflict is negatively related to employee well-being and the negative affect state mediates the relationship between process conflict and employee well-being. As hypothesised, it was found that the indirect effect of process conflict on employee well-being through the negative affect state is conditional upon levels of conflict management styles of the employees.
Research limitations/implications
The study contributes to the conflict literature by establishing the detrimental effect of process conflict on employee well-being. The study also established the explanatory mechanism linking process conflict and employee well-being. Further, the study extended the emerging ARCAS model by establishing the moderating role of conflict management styles as well as the conditional indirect effect.
Practical implications
The study highlighted the within-individual effect of process conflict in deteriorating employee well-being. The study provides valuable insights to the managers and practitioners about how individuals’ conflict management styles influence well-being.
Originality/value
The study specifically examined the effect of process conflict, which was omitted from conflict literature considering it the same as task conflict, on employee well-being. The study established the within-individual mechanism through which process conflict diminishes employee well-being. Also, the study extended the ARCAS model by examining the effect of conflict management styles with the aid of Affective Events Theory.
Details
Keywords
Vijay Kuriakose and Sreejesh S
The study attempts to understand the relationship between behavioural conflict and employee well-being and examines the intervening role of the negative affect state. Besides…
Abstract
Purpose
The study attempts to understand the relationship between behavioural conflict and employee well-being and examines the intervening role of the negative affect state. Besides this, the study also analyses the moderating role of workplace fun.
Design/methodology/approach
Following affective events theory, the authors developed the conceptual model and postulated the study hypotheses. A questionnaire-based survey was used to collect data from frontline employees of selected hotels in India. Further, the authors tested the hypotheses following the process approach (Hayes, 2013, 2018).
Findings
The study findings reported that behavioural conflict has a negative relationship with employee well-being, and the negative affect state mediates the relationship between behavioural conflict and employee well-being. The results also established the moderating role of workplace fun in this relationship.
Research limitations/implications
The study's findings extend the current understanding of the effect of behavioural conflict on employee well-being and explain how it influences employee well-being. The study also provides guidelines to manage the detrimental effect of behavioural conflict.
Originality/value
The study established the association between behavioural conflict and employee well-being and highlighted the process through and condition under which behavioural conflict influences employee well-being. This could be the first study examining the relationship between behavioural conflict and employee well-being.
Details
Keywords
Jun-Hwa Cheah, Hiram Ting, Tat Huei Cham and Mumtaz Ali Memon
The purpose of this paper is to assess the effect of two promotional methods, namely, celebrity endorsed advertisement and selfie promotion, on customers’ decision-making…
Abstract
Purpose
The purpose of this paper is to assess the effect of two promotional methods, namely, celebrity endorsed advertisement and selfie promotion, on customers’ decision-making processes using the AISAS model.
Design/methodology/approach
A within-subject experimental design was used to observe how young adults in Malaysia would respond to two promotional methods about a new seafood restaurant. A total of 180 responses were collected using a structured questionnaire. Data were assessed and analysed using partial least squares structural equation modelling.
Findings
The results show that while celebrity endorsed advertisement remains relevant to customer’s decision-making processes, the effect of selfie promotion is comparable to celebrity endorsement. The sequential mediation for both models is found to be significant, but the AISAS model with selfie promotion produces better in-sample prediction (model selection criteria) and out-of-sample prediction (PLSpredict) compared to celebrity endorsed advertisement, thus suggesting its better representation to reality.
Research limitations/implications
Despite being limited to young adults in Malaysia and a particular product, the study is essential to understanding the effect of celebrity endorsed advertisement and selfie promotion on decision-making processes.
Practical implications
The study provides insights into how business organisations could exploit the advancement of communication technology to encourage selfie behaviour to promote their products in an innovative and competitive manner.
Originality/value
The assessment of the effect of celebrity endorsed advertisement and selfie promotion on decision-making processes using PLSpredict and model selection criteria articulates the relevance of selfie as a promotional tool. It also provides an alternative technique for conducting model comparison research.
Details
Keywords
Ferdinando Paolo Santarpia, Valentina Sommovigo, Sara Brecciaroli, Chiara Consiglio and Laura Borgogni
By integrating the conservation of resources and the emotion-as-social-information theories, this study aims to question whether the leader’s effort to calm down when team members…
Abstract
Purpose
By integrating the conservation of resources and the emotion-as-social-information theories, this study aims to question whether the leader’s effort to calm down when team members perceive intra-team conflict (ITC) may have a counterproductive effect on their interpersonal functioning. Specifically, the authors investigated whether team members with higher individual perceptions of ITC would be more likely to experience interpersonal strain (ISW) when their team leaders downregulate or suppress their emotional responses (i.e. high interpersonal modulation of emotional responses [MER]). A further objective of the study was to examine whether this exacerbating effect would be conditional on the leader’s sex.
Design/methodology/approach
Data were collected from 236 white collars nested in 48 teams (Msize = 6.23; SDsize = 2.69) and their respective team leaders (56.7% men) of a large organization providing financial services.
Findings
Multilevel model results showed that team members confronted with higher ITC experienced higher ISW levels, especially when the leader’s interpersonal modulation of team members’ emotional responses was high (vs low). This effect was stronger when the interpersonal modulation was enacted by women (vs men) team leaders.
Originality/value
This study moves an important step forward in the conflict and ISW literature, as it is the first to identify a leader’s MER and sex as key boundary conditions under which ITC is related to team members’ ISW. The implications of these findings for theory and practice are discussed.
Details
Keywords
Jianwei Deng, Xueting Hao and Tianan Yang
Based on affective events theory (AET), this study aims to construct a moderated sequential mediation model to explore the pathways of organizational climate on workplace conflict…
Abstract
Purpose
Based on affective events theory (AET), this study aims to construct a moderated sequential mediation model to explore the pathways of organizational climate on workplace conflict and subsequent counterproductive work behaviour (CWB).
Design/methodology/approach
This study collected data from 1,035 respondents in a large state-owned enterprise located in Beijing, China. And this study used Mplus 8.3 to test the model fit, then tested the eight hypotheses using Mplus 8.3 to verify the mediating effects of workplace conflict and psychological well-being and the moderating effect of emotional stability.
Findings
Results indicated that: organizational climate is more likely to produce individual-oriented CWB (CWB-I) under the mediating effect of workplace conflict and the chain mediation of workplace conflict and psychological well-being, and emotional stability moderates the relationship between workplace conflict and psychological well-being, workplace conflict and CWB-I, but it has no moderating effect on the relationship between workplace conflict and organizational-oriented CWB (CWB-O).
Originality/value
This study puts forward a relatively complete theoretical framework, expands the application scope of AET and sheds new light on the intervening process that explains how organizational climate influences CWB-I and CWB-O, which enriches the literature in the two fields.
Details
Keywords
This study aims to examine how and when task and process conflicts relate to relationship conflict by detailing the mediating role of negative emotions and the moderating effect…
Abstract
Purpose
This study aims to examine how and when task and process conflicts relate to relationship conflict by detailing the mediating role of negative emotions and the moderating effect of emotional intelligence.
Design/methodology/approach
Survey data were collected from 462 employees working in different organizations in Pakistan.
Findings
The results revealed that individuals engaged in task and process conflicts are more likely to feel negative emotions toward others and consequently are more likely to engage in relationship conflict in the workplace. This mediated relationship of task and process conflicts with relationship conflict via negative emotions is lower when employees are more emotionally intelligent.
Practical implications
This study pinpointed a key mechanism, negative emotions, by which task and process conflicts lead to relationship conflict. Emotionally intelligent individuals are better at regulating their negative emotions; therefore, emotional intelligence training can be an effective tool for minimizing employees’ negative emotions during task and process conflicts, which can help reduce relationship conflict.
Originality/value
By examining the mediating role of negative emotions and the moderating effect of emotional intelligence, this study adds to the previous research by detailing how and when task and process conflicts lead to relationship conflict.
Details
Keywords
Vijay Kuriakose, Sreejesh S., P.R. Wilson and Anusree MR
The purpose of this study is to examine the differential association of three different workplace conflicts on employee-related outcomes, such as loneliness and well-being…
Abstract
Purpose
The purpose of this study is to examine the differential association of three different workplace conflicts on employee-related outcomes, such as loneliness and well-being. Further, the study pursues to explore the perceived social support at the workplace as a conditional factor in the relation between different conflict types and employee loneliness.
Design/methodology/approach
The data were collected using a self-administered survey from 554 IT employees. Structural equation modelling (SEM) was used to test the study postulations.
Findings
The findings indicated that all three types of conflicts differently associate on both loneliness and well-being. Besides, it found that loneliness works as a mediator between conflict types and employee well-being. Further, perceived social support at the workplace moderates the relationship between different types of conflict, such as relationship, process, task conflicts and employee loneliness at work.
Practical implications
The study provides helpful directions to HR managers by providing a clear empirical understanding of the types of conflicts and its association on employee-related outcomes. Further, the study highlights the need for developing social support in an organisation during conflict episodes, to manage the adverse association of these conflicts on employee well-being and to restore employee well-being.
Originality/value
To the best of the authors’ knowledge, for the first time, a study has been conducted highlighting the differential association of workplace conflict and employee outcome and indicating its intervening mechanisms and conflict management conditions.
Details
Keywords
This paper aims to examine how the indicators of perceived employability in the current career context impact employees well-being on the backdrop of conservation of resources…
Abstract
Purpose
This paper aims to examine how the indicators of perceived employability in the current career context impact employees well-being on the backdrop of conservation of resources theory. The study also examines whether the underlying mechanisms towards employee well-being vary as a function of gender.
Design methodology approach
Research data are gathered from a sample of 421 software engineers in private information technology companies in India. Structural equation modelling (SEM) using IBM-AMOS was conducted to examine the impact of protean attitude and employability culture on employee well-being and the mediating mechanism.
Findings
Empirical analysis using SEM unravelled that perceived employability played a vital role as a mediator of employability culture, protean attitude – well-being relationships, confirming the underlying mechanisms of this association.
Originality value
The study specifically examined the modern age indicators of employability perception amongst Indian software engineers and their impact on employee well-being.
Details
Keywords
Dennis Y. Chung and Karel Hrazdil
The aim of this paper is to examine the informational efficiency of prices of all exchange traded funds (ETFs) that are actively traded on the NYSE Arca, based on methodology…
Abstract
Purpose
The aim of this paper is to examine the informational efficiency of prices of all exchange traded funds (ETFs) that are actively traded on the NYSE Arca, based on methodology developed by Chordia et al.
Design/methodology/approach
The authors estimate the speed of convergence to market efficiency based on short‐horizon return predictability from past order flows of 273 ETFs that were traded every day on the NYSE Arca during the first six months of 2008, and compare the resulting price formation process to that of shares traded on the NYSE and NYSE Arca.
Findings
Despite the significant differences in trading costs, volatility, and informational effects between ETFs and regular stocks, the paper documents that price adjustments to new information for ETFs occur in about 30 minutes, which is comparable to price adjustments for traditional stocks traded on Arca. In multivariate setting, the paper further shows that the speed of convergence to market efficiency of ETFs is not only significantly driven by volume, but also by the probability of informed trading.
Research limitations/implications
The findings provide direct answers and insights to questions posed in a recent SEC concept release document. The analysis of the speed of convergence provides a feasible measure to assess how efficiently prices of ETFs respond to new information.
Originality/value
The authors are first to utilize the short‐horizon return predictability from historical order flow approach to evaluate the price formation process of ETFs and to provide evidence on the determinants of its efficiency.
Details